Factors Associated With Burnout Among Nurses Providing Direct Patient Care During the COVID-19 Pandemic

Abstract

OBJECTIVEThis study aimed to identify factors associated with burnout in nurses and nurses' opinions regarding interventions to promote well-being during crisis conditions such as those experienced during the COVID-19 pandemic.BACKGROUNDBurnout among nurses is prevalent under usual conditions and may increase during crises such as COVID-19.METHODSResearchers conducted a survey of 1103 frontline nurses in a single New York City hospital during the first (spring 2020) and second (fall 2020/winter 2021) local waves of COVID-19.RESULTSBurnout prevalence increased from 45% to 52% between the first and second wave. Younger age, female gender, posttraumatic stress, anxiety or depressive symptoms, history of burnout, feeling less valued by hospital leadership, less informed of responsibilities, less certain about duration of enhanced workload, and prepared by prepandemic experience were predictive of burnout in multivariable analyses.CONCLUSIONSAlthough some identified risk factors for burnout were nonmodifiable, others may be modifiable by hospital leadership.

The Faculty Nurse Attending Model at the Mount Sinai Hospital

“…While there are many factors that influence nurse retention, the FNAM is designed to specifically improve the clinical nurses' confidence and to leverage FNA expertise, while improving efficiency of workflows and outcomes. 1,2,4,10,[13][14][15] The targeted clinical and educational outcomes align with the AFHS 4M framework and the measures used to determine improvement (see Supplemental Digital Content Appendix 1, available at: http://links.lww. com/NAQ/A17).…”

“…The need to ensure that new nurses feel supported and gain the skills and competencies needed to care for patients with acute care clinical needs is profound. While there are many factors that influence nurse retention, the FNAM is designed to specifically improve the clinical nurses' confidence and to leverage FNA expertise, while improving efficiency of workflows and outcomes 1,2,4,10,13–15…”

“…We describe the FNAM and its implementation in the context of the Institute for Healthcare Improvement's (IHI's) Age-Friendly Health System (AFHS) 4M 240 NURSING ADMINISTRATION QUARTERLY/JULY-SEPTEMBER 2023 framework to ultimately address gaps in clinical support and to ensure reliability in critical components of nursing practice. [5][6][7][8]…”

“…This article describes a new academic-practice partnership between the MSH with the Mount Sinai Phillips School of Nursing (MSPSON) and the implementation of the Faculty Nurse Attending Model (FNAM) as a mechanism to address the workforce shortage and enhance collaboration between the hospital and the school. We describe the FNAM and its implementation in the context of the Institute for Healthcare Improvement's (IHI's) Age-Friendly Health System (AFHS) 4M framework to ultimately address gaps in clinical support and to ensure reliability in critical components of nursing practice 5–8…”

An Innovative Assistant Nurse Manager Residency Program Focused on Participation, Satisfaction, Promotion, and Retention

“…2 Results from the American Nurses Association Mental Health and Wellness Survey 2 3 revealed that this sense of dissatisfaction and burnout rose to nearly 90% at the height of the COVID-19 pandemic. Cohen et al 4 suggested that managerial and leadership cultures play a role in prolonged crisis settings such as COVID-19. Nurses in their study who screened positive for burnout were the nurses who reported a lack of support from hospital leadership, direct supervisors, and peers.…”